Retention continues to be a key concern for employers in Malaysia especially Human Resource Department (HRD) on how they will manage the talent management strategies. Although the manufacturing industry plays as one of the most industry for Malaysia‟s economic growth, the turnover trend, either voluntary or involuntary turnover in the industry remains high among other industries. That is why the researcher would like to conduct a research to investigate the relationship between talent management practices and employee‟s retention among employees in manufacturing industry in Shah Alam, Selangor. In this study, the talent management practices such as managerial support, employee career advancement and recognition have been tested to analyze the relationship on the employee retention. The researcher used multiple regressions to test the variables. Employee motivation has been set to be the mediator variables using Process by Andrew F. Hayes, and the result turned out that it is not significantly mediates the relationship between talent management practices and employee retention. The results of the study suggest that managerial support and the employee recognition have a positive significant relationship with employee retention whereas recognition was found not to have any influence towards employee retention. This study serves to assist the organization to know exactly on how they would retain their skilled, talented and potential employees through talent management practices.
